meet " impact size + availability of the pool of
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why me "
objectives EXTERNAL potential employees for the business over
INTERNAL ←
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Changes in business organization : business changes their
causes business to
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labor relations : labor union
demographic populations aging population migration
-
Change in
ization formed by workers to protect -
demographic change
: ex .
Changes in
occupational : move todifferent Jobs
, ,
status & working conditions ,
requiring different skills
↳
dependent population
their economic increased
labor mobility - ,
→ reasons for changes in
geographical : move geographical region reduced labour
"☐ " M " "" " "" °" to take up new jobs mobility changes
unemployment ◦
f " ◦" relocation cost .
friends 1-
family ,
financial difficulties
•
'n
consumption patterns
in business finance : .
cost of living
-
language + cultural differences , change
-
changes in
employment patterns
: recession high unemployment
the state of economy
-
ex in a rate
,
.
\
[ business have more options to find people WI skills -1 experience ,
" " "°" " "" """ "
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increase in productivity improve
,
quality generate new ideas
Importance !
,
,
must employ right people Provide appropiate customer service
g
- -
- -
PROCESS OF RECRUITMENT influencing
↳ to achieve me aims +
objectives
factors people add value
(
→
HR 7
PLANNING HR :
what influences
the vacancy establish the class of Job the
1) identify
-
firm requires doing
C- perform son analysis )
r
2) write job description job title , tasks to be performed have developed new
ways of managing people
organizations
-
,
responsibilities involved -1 working conditions innovation :
)
360 degree appraisal
-
( including team
- work ,
-
. . .
3) person specification organization sets what they want from employee y fairness complying to legal
includes; discrimination
-
qualifications personal quality
considerations :
- -
, ,
experience positions of responsibility ethical
following country 's cultural expectations
-
. -
/
' "" " "
guidelines ,
&
4) advertise the position can take form of recruitment
HVMAZN FLL SOURCES
7
-
\ external
"
- cultural differences : occurs when organization has employees w/ different
5) Shortlist applicant -
application form / Cv will be looked at & a shortlist of most suitable social 1- ethnic backgrounds
applicants is created I
needs
6) conduct interviews these candidates gets interviewed and are ridged on now they
workforce planning : process of analyzing 1- forecasting business
-
→
,
fit against
",,
the job description
get references from past employer to ensure organization has the right people
@M @ Mf
→
holiday +
µ AN Ag
sick
7) Issue + sign contract - includes title + specific duties of Job ,
rates + methods of pay ,
entitlements , names & signatures from both . _ .
deals w/ existing & upcoming demands
✓ → Short -
term WP :
8) Induction best candidate gets selected & begins working EXTERNAL
Lor planning) ex hiring new people because someone is leaving
INTERNAL
-
us
.
.
term WP : looks at HR needs in the future
RECRUITMENT →
long
-
of new store
ex training staff before opening
definition :
.
identifying
adv ad " -
of
.
-
-
cost
less
efcectiue
unproductive
-
new
wider
people
range of experience
process HOW IS IT ACHIEVED ?
organizational
_
trends , sales + income levels labour turnover rates , demographic changes
current & future HR needs to achieve
time review historical data +
. .
• .
: ,
-
"" " "° " °ᵗ APP" " " "
↓
less risk it
know takes time 1- money
-
◦
motiua, , employee ,
Objectives
-
disadv .
disadu .
measures % of workforce that leaves the organization
more uncertainty
recruitment, appraisals dismissal / termination number of staff leaving
-
-
fewer applicants ex / CAUSES OF LABOUR <
✗
.
-
time consuming
, = ✗ "°
time consuming
training TURNOVER ! total number of staff
-
-
internal conflicts
the business
-
human resource : all the people working in -
nature of the industry
TYPES OF TRAINING { -
morale of the workforce ANALYSIS : ←
many leave
levels of unemployment
process of providing opportunities for workers to acquire
HIGH STAFF TURNOVER
-
-
employment related skills -1 knowledge ↳ low →
staff turnover increases
occurs when
because workers find it
-
Annual labour turnover :
ADV DISADV easy to get new job •
employees aren't motivated
CHARACTERISTICS
. .
TYPE measures me rate at which •
staff hired isn't apt for
the job
challenge
-
trainees may pick up bad working habits employees are leaving an ✓
remuneration package might
not be competitive Location
I
relatively ideas from
'
-
cheap + new new Advancements
at workplace trainers can't conduct their work @ same time organization in 1 year business :
CLAMPS money
takes place valid reasons to leave
-
the employees
-
on - -
job -
1 training targeted to
→
& experienced workers pride
-
training given by training department business needs
slow until ski " ' are teamed + can lose underperforming E many stay job security
business rules ' culture process
-
staff for guidance
- - -
involves induction
on :
fya , n , ng training for new
1 establish relationships @ work employees when they LOW STAFF TURNOVER
-
-
experience w/ mentee to 9am skills + knowledge
-
exist mentoring ; mentor shares -
1 convenient location Voluntarily resign
occurs when
high recruitment costs
-
-
takes place
off the job
outside workspace costly the job
business hired right people for
-
I
experts provide training
-
instability ;
-
creates
-
- -
-
involves outside training using an agency what's learned might not be valuable to firm doesn't look like the employees motivated & content
-
wider are
-
1 range of training it -
_
staff itself
TRAINING
to train
in a good Place
used lacks expertise & resources available &
when firm have to find time ( difficult) business is employees have opportunities to improve
-
colleagues
- -
_
, disruption
no
from
-
brings ideas 1- methods customers are provided w/ continuous training
-
-
new loss of output while worker is away ✓
-
t
possibility of networking extent to which
+ decrease cost ← employer retains its
cognitive
-
based on developing how employees think @ work
+ positive company culture employees
+ help employee improve may not fit workers w/ different goals
riighstaff retention
-
improves the way people
work overall
-
business achieves
can be
-
deeper connections
training mental process + acquire +
-
expensive
thinking
'
tries to develop self confidence , creative made between staff
employees
-
in new
knowledge
- . .
.
+ aid decision working -1
-
difficult to measure effect of training _
lack of diversity &
( pensamiento ) solve work related innovation
problems
-
employees may ask
how
behavioural based developing interact/ communicate w/ others over time
-
on workers employee develop
help might not work for all workers for higher wage ,
-
+
interpersonal skills
-
AKA soft skills training
training like communication negotiation , customer service
-
costly
includes training skills
-
. .
- ,
( com portamento)
